It takes a lot of hard work, dedication, commitment and time to develop sustainable culture change. Also required is staff buy-in and a hands-on leader who will stay on track, goal after goal, phase after phase. There, too, must exist great enthusiasm and motivation to make changes throughout the care community. While this isn’t rocket science, there are a few elements required to fully implement lasting change and a person-centered environment.
It’s About Transformation
Ultimately, the goal of culture change is about transforming an organization, care community, values, principles, and behaviors that are consistent with person-centered care. Such values include the importance of relationships, placing the person over the task, delivering high quality care, promoting meaningful choice, respecting differences, creating a warm and supportive environment and enhancing overall well-being and quality of life.
Relationships Matter
There are many relationships to consider in senior care including those between staff, among staff and residents, and staff and families, vendors, and visitors. The most important aspect among these relationships is quality. Nursing assistants can develop and maintain genuine relationships with their residents while knowing they have support from their management. Administrative staff and supervisors can all pitch in to help nursing assistants to enhance their bonds.
High Standards and Expectations Only
Low quality of care, poor standards and minimal expectations are not the ingredients enquired to transform culture. Instead, these should be of the highest quality. The standards and expectations involved in culture change mean meeting those of residents, families and coworkers. How do residents, family and staff want to be treated?
Vision and Motivation
Culture change requires vision, a road map, and someone at the wheel. It also requires a highly-motivated staff committed to the vision of transformation. They believe in their efforts and feel that they are making a difference. In other words, they aren’t changing a culture simply for their paycheck.
Shared Workload
Since it takes a lot of work to transform a culture, it needs to be evenly distributed and shared. No single department or individual employee should feel that they are carrying the project on their back. This is where staffing ratios, time management, teamwork, and real frontline empowerment are important.
Respect for Residents
The ultimate goal of culture change is to enhance quality of care, life and the environment. Residents are to be treated with respect and dignity, and as individuals. Their choices should be meaningful and honored as much as possible and within realistic terms.
The Environment
Many culture change efforts involve modifying, remodeling, or building new additions to the care community. The physical structure and environment matter and can add a lot of quality to the resident’s experiences. Changes in furnishings, floor coverings, colors and lighting should all be driven by the resident’s perspective. What type of environment will be in their best interest?
Final Thoughts on Culture Change
Culture change means transforming an organization or care community into something better. It takes a lot of time and work on the part of everyone including care staff, administration and others. Leading this change requires a few key components, namely a focus on quality relationships, high standards and expectations, a vision, motivated staff, shared workload, deep respect for residents and an environment that will enhance the resident’s quality of life.